Deliverable 6 - Force Field Analysis Assignment Content

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FORCE FIELD ANALYSIS

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Force Field Analysis

Any business aspiring to make a change in its operations must use the force field analysis

because it is a strategic tool used to take action whenever the cause of a problem in the business is

established. The force field analysis is a technique based on the assumption that any situation in the

organization that threatens its sustainability has forces that are for or against the organization's

stability. The applied remedies will ensure that the business goes back to operate optimally. Since

the procurement department has been marred with corruption scandals in the recent past and some

employees were fired, the kickback culture can negatively influence the remaining employees,

especially the older ones who have served the organization for the past fifteen years (Hayes, 2018).

Therefore, the purpose of the force field analysis is to ensure that there is a complete change in the

way operations are done in the procurement department and instill a better culture that will enable

the procurement department to operate effectively.

The CEO may have a good intention to impose the change on the employees for the

organization's stability. However, some factors may lead to resistance, and the employees may

view it as a witch hunt. Unless there is proper communication, the older stuff will be very reluctant

to embrace the organization's new procurement processes. Fear of failure is another threat to the

implementation of the change, and a proper strategy must be employed to have the buy-ins of all

the stakeholders in the shipping industry. The process of introducing the change will have to follow

the Kurt-Lewin three-step models to change. The models entails; unfreeze, change, and then

refreeze. In simple terms, the unfreezing process explains the need for the change, and the

stakeholders will have a clear explanation of what is needed to make the industry better. Once the

people understand the importance of the change and realize that the change is meant for their good,

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they will embrace it (Hayes, 2018). Finally, after the people have agreed to adopt the change, the

new norm will be solidified to be a business culture Cummings, (Bridgman, & Brown, 2016).

Identifying the areas of change

Identification is the first step in the process of introducing change. The unethical culture of

kickbacks can have adverse effects on the organization and may lead to poor quality services and

losses in the long run. The complete metamorphosis in the procurement industry involves the

process of negotiating contracts. The old method will be changed to a transparent and ethical one

free from any corruption loophole. Further, the selection of vendors is essential to ensure that the

process is merit-based and free and fair because entertaining feedback will make the process result

in a negative approach, and finally, the purchasing of the resources will be done based on the

quality of resources provided and not based on the kickback culture (Swanson, & Creed, 2014).

The second thing that need change is the corruption and falsifying of receipts which is a negative

culture because if it is allowed to propagate, it will hinder the principles of working in the

organization. When people falsify receipts, money will be delivered to the personal accounts of the

people and the account department will run short of funds, at the end, the company will run

bankrupt and it will not be in a position to take care of its needs. The unethical behavior will lead

to failure in the organization and it will perform poorly.

Seven steps of the force field analysis

The first step of the Force Field Analysis is to ensure that the desired goal is elaborated at

the top of the flip chart. The plan is to have a goal which will eradicate the two vices that have

become so rampant in the organization. The staff must understand the negative impacts of

kickbacks and falsifying receipts because each of the vice will have a negative effect on the

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organization. The importance of ethics and effects of the corrupt behavior of kickbacks must be

elaborate to make the employees see the need of change. The second step will be to assess the

current situation, such as the resistance and the negative culture enshrined in the procurement

department. Assessing the situation will be important in shaping the objectives of the change and

will facilitate the organization to obtain buy-ins. The objective will then be identified, and it can be

matched with the SWOT analysis, which is arrived at from the assessment. The SWOT analysis

conducted will give a clear overview of the organizational strength and the management can use

the strength to eradicate the negative culture of kickbacks hence better performance in the long run.

Later, all the driving factors are determined to ascertain how they will help in managing the

situation. In the force field analysis, the factors that are for the change are analyzed and escalated

to make the dream of change to come true. The employees wish to be stable and have job security

drives them to work more diligently for the company. It will be explained to them that once they

make the business to go down through their shoddy deals, they will be the first people to suffer the

losses. Having the forces supporting the behavioral change will lead to a positive change in the

people and the business will thrive. Later, all the restraining forces are determined, and any

negative factors like resistance are likely to hinder the progress of the change from making the

organization efficient in its operations. The troops are then evaluated so that the positive forces can

have an impact on the opposing forces. In the long run, an action plan can arrive, which ensures

that the change is imposed successfully in the organization and all the resistant strengths are

analyzed in time to give better results. Once the seven steps are completed, a force field analysis

technique will take effect, and the procurement department will perform better. The other negative

culture of selfishness to the extent of forging receipts will be analyzed in details to come up with

ways of eradicating the force e.g. through training and motivation.

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Force Field Visual Diagram

(Hayes, 2018).

Narration of the analysis connected

The analysis was covered in a SWOT analysis to get the factors that are likely to facilitate

the change and the potential factors against the change. The research checked all the elements that

are in support of the change. For example, the CEO fully supports the difference, and therefore,

any resources that may be required to implement the changes will be readily available. Further, the

presence of new employees in the procurement department, especially those who replaced the

culprits fired because of kickbacks, will provide a smooth avenue to change the policies because

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they do not have any other knowledge of the previous approach, so there will be no need to

unfreeze cultures (Swanson, & Creed, 2014).

Action steps using the Kurt Lewin’s theory

The Kurt Lewin’s theory is an important element which helped me to take care of the

change that was required in the organization. Unfreezing was already done by firing the major

culprits and those who remained and the new employees who came to picture were part of the new

people who had nothing in mind. The change is introducing integrity and I will set up performance

appraisal which will enable the staff get used to the new system of being accountable to both the

accounting department and the human resource that all money paid to the company is beneficial to

it. Once all the staff understand the need for integrity and becomes a norm, it will be solidified and

people in the organization will be used to clean transactions without fraud or kickbacks. The

organization has an excellent communication strategy that can enable any information to be shared

effectively and timely, and therefore implementing the change will be possible. On the other hand,

some factors hinder the organization from implementing the difference and will need to be

addressed before the change can be implemented successfully. The older employees, for example,

will be resistant to change and may hinder the difference; there will also be fear of failure and

miscommunication, which may make the process of change implementation impossible. However,

the organization's strengths can have a better way of cushioning the hardships, and the overall force

will be on the positive side (Dawson & Andriopoulos, 2014). For example, the CEO's blessings

can improve employee satisfaction, which will, in turn, facilitate buy-ins from the resistant

employees, and in the long run, the change will be implemented. The organizational path to

success and change management must be performed through Lewins theory by first removing the

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existing culture of corruption through raining and motivation. Once the older culture slowly fades

away, the new culture will be cemented through motivation and gifts.

Conclusion

In a nutshell, the force field analysis is the best tool that organizations can use to change

whenever forces are likely to impact the business negatively. The action step is to change the

procurement process by first training the employees on the new style, giving them projects, and

monitoring them closely to ensure that they make an efficient and ethical path when transacting in

the procurement department.

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References

Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing change as three steps:

Rethinking Kurt Lewin’s legacy for change management. Human Relations, 69(1), 33-60.

https://doi.org/10.1177%2F0018726715577707

Dawson, P., & Andriopoulos, C. (2014). Managing change, creativity, and innovation. Sage.

Hayes, J. (2018). The theory and practice of change management. Palgrave.

Swanson, D. J., & Creed, A. S. (2014). Sharpening the focus of force field analysis. Journal of

change management, 14(1), 28-47. https://doi.org/10.1080/14697017.2013.788052